Per Scholas reviews

National Leadership is disconnected from what their instructors' challenged are. They want a ridiculous "80% certification rate / 85%" graduation rate." Helping the public with these goals is only attainable when the resources make sense, which have only been reduced since my tenure. This is all across the board for all departments. As of today, a " Progressive Discipline Policy" has been enacted. For instructors who don't hit the number of 80%+, you will be terminated. If we don't go FAR above and beyond any organization I've worked for, your job is in jeopardy.

1. Resource Constraints As a nonprofit, Per Scholas may face limited funding or restricted budgets for staffing, professional development, or program expansion. This can sometimes lead to overextension of responsibilities or slower access to tools and resources. They set outrageous selling/revenue goals and don't assist their staff to be able to do their best. 🔹 2. Workload and Burnout Many roles, particularly in program delivery and partnership development, require high levels of commitment and multi-tasking. Employees experience burnout due to high expectations, especially during cohort launches or partner reporting cycles. 🔹 3. Inconsistent Communication Some teams may experience a lack of clarity or misalignment between national and local leadership, particularly around new initiatives, changes in policies, or cross-functional collaboration. 🔹 4. Limited Career Advancement Depending on your role or department, there may be limited upward mobility or clear pathways for promotion, especially in smaller campuses or specialized teams. 🔹 5. Change Fatigue Per Scholas is a fast-changing organization, and while innovation is encouraged, frequent changes in leadership, systems, or strategic direction can create instability and confusion for some staff.